Employee Performance and Satisfaction

The assignment analyzes the crucial elements influencing employee performance and satisfaction within an organization. It highlights the significance of job design in fostering engagement and productivity. The role of compensation and reward systems in motivating employees is also discussed. Additionally, the assignment emphasizes the importance of a positive working environment and its impact on achieving organizational goals.

Running head: Organization behavior
Organization Behavior

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To Encourage Productive Performance from Employees
Productive Performance is essential for the organization as it helps to survive for a long
time in the market. Organization behavior gives emphasis on the individual behavior. It is
analyzed that one of the objectives of organizational behavior is to revitalize the theory of the
organization so that the concept of organizational life can be developed. Organization behavior
helps to understand the working pattern of the activities conducted by the organization. Proper
interaction can be made within the organization if proper theories related to organizational
behavior are taken into consideration (Shields et al., 2015). When employees conduct the
activities it is seen that it is important to understand the behavior of others and also make other
understand yours so that the goals and objectives can be accomplished effectively.
Organizational behavior theories are concerned with the human resources so that the
productivity level can be enhanced. Managers should instruct the employees in such a manner so
that they can give their best to attain success. Every manager wants to attain success, so it is
important to give emphasis on increasing the employee satisfaction level, job performance and
also to encourage the leadership. Performance and productivity level can only be enhanced if
there is proper management in the organization (Armstrong and Taylor, 2014).
This report will focus on encouraging the productive performance of employees. So the
discussion will be made on designing of jobs, working conditions, setting of goals and
motivation. To maintain a good environment for conducting the activities it is essential to adapt
the working environment and also to evaluate the goals and objectives that are required to be
achieved.
Organizational behavior assists to explain the interpersonal relationships between the
employees so that coordination can be maintained between them. Human behavior is easy to be
predicted, so it is important to consider organizational behavior theories so that activities can be
conducted in a smooth manner. Managers give focus on maintaining the performance and
productivity of the employees who are conducting the routine activities of the organization.
It is evaluated that motivation plays a great role to enhance the confidence level of the
employees. If motivation is given to the employees then it can easy to accomplish objectives.

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Theories related to organizational behavior are taken into consideration by the managers so that
performance productivity can be enhanced. It is essential to have brief knowledge about the
activities that are conducted in the organization. Proper knowledge will assist the workers to
conduct the activities with confidence (De Jong et al., 2016).
Theories of organizational behavior assist the leaders to manage the activities of the
workers. Confidence is also considered as an essential part of the employees. Confidence can be
increased by assigning job according to the interest of the employees. If the employees are not
efficient towards the activities then it can create difficulty to complete the task assigned in an
effective manner. It is essential for the companies to appoint employees who are efficient as the
level of competition is increasing day by day. By considering the recent scenario, it is essential
for the company to maximize the satisfaction level of the consumers so that growth can be
achieved. Goals can be attained if the theories of the organization are considered effectively
(Hoch and Kozlowski, 2014).
Designing of Job should be done with proper care and by taking into consideration the
interest of the employees towards the activities of the organization. A job should be designed in a
proper way so that the employees of the organization can complete it in a proper way. It also
assists to maintain proper relationships between the employees and management. Quality
products and services are essential for the organization to sustain in the competitive environment.
To enhance the productive performance of the employees it is essential to focus on
designing of jobs. The organization can easily attain goals and objectives if jobs are designed in
a proper manner. Salary is one of the essential factors for the employees. It is seen that if good
wages are not given to the employees, then it can be difficult to retain them for a long time. The
efficiency of the employees depends on the satisfaction level of the workers and satisfaction
level comes from the salary offered to the employees to conduct the activities. Job designing
also helps to increase the motivation level of the workers and reduces the workplace
absenteeism. It is important to design jobs in such a manner that helps employees to become
productive and satisfied with the tasks that are assigned (Navimipour and Soltani, 2016).
"Maslow's hierarchy of needs" is a theory that focuses on satisfying the needs and wants
of the workers. There are five levels of "Maslow's hierarchy of needs". Physiological, safety,

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belonging, esteem and self-actualization need. It is analyzed that subordinates focus more on
safety and belonging needs (Olafsen et al., 2015). The top management focuses on esteem and
self-actualization needs. These are the basic requirements for the employees. If it is not satisfied
then it can create difficulty to accomplish goals and objectives. This theory helps to motivate
employees so that the routine activities can be conducted smoothly. Flexible timing is also one
of the factors that help to enhance the motivation level of the employees. It is important to have a
proper balance between the personal life and work life balance (Gelfand et al., 2017).
Next theory is Herzberg's Two Factor Theory in which the leaders take into consideration
the employees of the organization. This theory helps to enhance the satisfaction level related to
the job and also evaluate the essential factors. The first factor is motivator factor that focuses on
the satisfaction of the employees and also helps to conduct the activities efficiently. The second
factor is concerned with the hygiene factor in which the employees are dissatisfied if proper
salary is not given to them. To encourage employees for productive performance it is important
for the companies to conduct the assigned tasks to improve motivator and hygiene factors. It is
evaluated that employees can be motivated by giving appreciation and also by giving support
(Ozguner and Ozguner, 2014).
Working conditions also assist the workers to encourage productive performance from
the employees. If proper environment is not offered then it can be difficult to conduct the
activities with efficiency. So personality fit theory is related to high satisfaction level of the
employees that can be attained from the activities. The manager focuses on the process of
designing of jobs so that the personality of the workers can be matched properly with the
workers. If the activities are according to the workers then it is evaluated that efficiency can be
attained (Strategy, 2015).
Organizations should focus on providing training to the employees so that proper
information of the activities can be given to the workers. Goals of the organization play a great
role to conduct the activities of the organization. The companies should allow the workers to
share the feedback so that they can feel happy and comfortable to conduct the activities. Reward
theories should also be considered by the companies so that the management and the workers can
conduct the activities smoothly (Krishnamurthy et al., 2014).

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It is essential to offer rewards and incentive by taking into consideration employee
assistance programs. These programs give assistance to the employees so that proper balance
between work and home life can be maintained. Monetary incentives should be given to the
employees like paid time off and cash rewards so that productive performance of the employees
can be enhanced (Ruff and Fehr, 2014). These incentives help to encourage good competition
between the associates. Monetary rewards help to motivate employees so that they can give their
best towards the activities assigned. Non-monetary incentives reward employee performance
through perks. The rewards consist of flexible working hours and training opportunities. The
rewards and incentives are valuable for the employees as it helps to gain new skills (De Gieter
and Hofmans, 2015).
By evaluating the paper, it is concluded that Maslow's hierarchy of needs theory plays an
essential role so that the productivity and motivation level of the employees can be enhanced. If
the employees are motivated then it assists to attract more consumers towards the organization.
The managers of the organization should provide proper knowledge so that the activities can be
conducted efficiently. Employees who are efficient can help the organization to accomplish the
overall goals and objectives of the organization.
So, it is essential for the leaders to focus on the goals and objectives of the organization
so that the activities can be conducted in a proper manner. Designing of jobs should be in such a
manner that will help to analyze the capacity of the workers. It is essential that the workers
should be satisfied with the activities that are assigned so that they can give their best. The
working condition also gives impact on the productive performance of the employees. So, it is
important to focus on maintaining proper working environment so that the goals and objectives
of the organization can be accomplished.

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References
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De Gieter, S. and Hofmans, J., 2015. How reward satisfaction affects employees’ turnover
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Ruff, C.C. and Fehr, E., 2014. The neurobiology of rewards and values in social decision
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